Support people should be present at investigation, performance, disciplinary and termination meetings.
They are a (semi) silent observer – there to offer moral and emotional support, and advice to the employee.
Support people should be told what their role is at the beginning of a meeting. This is the employee’s responsibility, but it’s helpful for HR to offer a reminder.
HR should be informed who the employee intends to bring as a support person before a meeting.
Support people cannot have a conflict of interest relating to the matter being discussed. If they do, it’s reasonable for the employer to veto them.
Allow the employee and the support person time to talk in private as often needed.
A support person is bound by the same confidentiality rules as an internal employee.
HR are able to bring a support person, a valuable support mechanism taking notes and debriefing post the meeting.
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